LATEST STORIES “It was big relief after this point because I felt it was going to end up in the net,” Pliskova said. “I was kind of happy, of course.“Felt sorry for her because the match was so close.”FEATURED STORIESSPORTSGreatest ever?SPORTSFormer PBA import Anthony Grundy passes away at 40SPORTSSan Miguel suspends Santos, Nabong, Tubid indefinitely after ‘tussle’ in practiceIn the semifinals, Pliskova will take on top-ranked Ash Barty — Australia’s first female year-end No. 1.Svitolina, who made it through the group stage without dropping a set, beat replacement Sofia Kenin 7-5, 7-6 (10) earlier Friday. She will next face Belinda Bencic. Matteo Guidicelli had saved up for Sarah G’s ring since 2014? What’s behind the display of Chinese flag in Boracay? Trending Articles PLAY LIST 00:50Trending Articles00:50Trending Articles02:28Groups urge swift passage of bill on higher tax on e-cigs, liquor02:11Makabayan bloc defends protesting workers, tells Año to ‘shut up’03:07PH billiards team upbeat about gold medal chances in SEA Games01:38‘Bato’ to be ‘most effective’ CHR head? It’s for public to decide – Gascon02:07Aquino to Filipinos: Stand up vs abuses before you suffer De Lima’s ordeal01:28Ex-President Noynoy Aquino admits contracting pneumonia00:45Aquino agrees with Drilon on SEA games ‘kaldero’ spending issue Priority legislation in the 18th Congress Don’t miss out on the latest news and information. Karolina Pliskova of the Czech Republic hits a backhand shot against Simona Halep of Romania in the WTA Finals Tennis Tournament at the Shenzhen Bay Sports Center in Shenzhen, China’s Guangdong province, Friday, Nov. 1, 2019. (AP Photo/Andy Wong)SHENZHEN, China — Karolina Pliskova advanced to the semifinals of the WTA Finals for the third straight year, beating Simona Halep 6-0, 2-6, 6-4 Friday shortly after defending champion Elina Svitolina completed a near-perfect group stage.Pliskova benefited from a bit of luck on match point, hitting a forehand that caught the top of the net and dropped over for a final break of serve.ADVERTISEMENT Djokovic, Nadal on course to meet in Paris Masters final MOST READ Someone from the Philippines could win a $208 million jackpot this week! Duterte officials’ paranoia is ‘singularly myopic’ Rice industry paralysis The 12th-ranked Kenin, who earned $165,000 for her appearance, was the second alternate to see action this week. Kiki Bertens took Naomi Osaka’s place after the Japanese player withdrew with a right shoulder injury ahead of her second match. Bertens ended up retiring with a virus against Bencic during her second match on Thursday.Sports Related Videospowered by AdSparcRead Next Svitolina had already qualified for the semifinals from the Purple Group before the match. She saved two set points in the second set before finally winning the match on her sixth match point.“I am that kind of person that each time I step on the court I have to win,” Svitolina said. “My parents raised me this way, that I have to fight for everything, I have to give 100% each time I play.“They would be very angry if I would just give this match to her. And my grandmother, as well, she would be very sad.”Kenin was playing her only match of the tournament after replacing the injured Bianca Andreescu.“It was an amazing experience,” Kenin said. “I’m really happy to have experienced it. Hopefully for next year I can actually not be an alternate, yeah, and just play here.”ADVERTISEMENT Drilon apologizes to BCDA’s Dizon over false claim on designer of P50-M ‘kaldero’ Duterte calls himself, Go, Cayetano ‘the brightest stars’ in PH politics View comments
We all are aware of the Gold, Silver and Bronze medals that athletes win in a competition. But, do you know about the fourth type of medal? It is called ‘Pierre de Coubertin’ medal, which is awarded to athletes and officials for showing true sportsman spirit at Olympics.Here is all that you should know about the fourth medal of Olympics:Since the medal’s introduction in 1964, it has been awarded only 17 timesIt is named after the founder of the modern Olympic GamesThe International Olympic Committee (IOC) gives these medals to recognise those who demonstrate sportsmanship and Olympic spiritimage courtesy:straitstimes.comListed below are some of the athletes who have earned this rare medalLuz LongImage courtesy:balto-slavica.comThe first medal was awarded to Luz Long, a German track and Field athlete, posthumously in 1964. He was chosen for the award for giving advice to Black American athlete Jesse Owens, which helped him, bag gold, despite Adolf Hitler watching from the stands.Eugenio Monti Image courtesy:commons.wikimedia.orgEugenio Monti received the medal in 1964. The Italian bobsledder had just before a race at the 1964 Innsbruck Olympics helped the rival British team by offering them a crucial bolt, which had been missing. The rival team won gold at the event and he got bronze.Lawrence LemieuxImage courtesy:theprovince.comLawrence Lemieux from Canada received the coveted medal in 1988. His selfless act of saving fellow sailors from Singapore after their boat capsized and waiting for a rescue boat to arrive before resuming his race got him the rare medal.advertisementEmil ZatopekImage courtesy:tyden.czEmil Zatopek from Czechoslovakia received his award for his performance at the 1952 Olympics where he won the 5,000m, 10,000m and marathon races.Vanderlei Cordeiro de LimaImage courtesy:blogdoliberato.blogspot.comVanderlei Cordeiro de Lima from Brazil earned the fourth medal for his perseverance. The marathon runner was leading the marathon during 2004 Olympics in Athens, when he was attacked by a defrocked Irish Priest, with little over six miles remaining. The incident cost him about 20 seconds and he lost his momentum which resulted him capturing the bronze instead of gold.(Main image source:newstalk.com)Interested in General Knowledge and Current Affairs? Click here to stay informed and know what is happening around the world with our G.K. and Current Affairs section.To get more updates on Current Affairs, send in your query by mail to email@example.com
With Sakshi Malik finally ending India’s medal drought last night after scripting an incredible comeback from being 0-5 down to winning 8-5 against Aisuluu Tynybekova of Kyrgyzstan and PV Sindhu making it to the women’s singles badminton final, a Silver is now guaranteed for India at the Rio Games. Here’s a look at the other individual medal winners for India since Khashaba Dadasaheb Jadhav’s Bronze back in 1952. (Rio Olympics: Full Coverage)Khashaba Dadasaheb JadhavYear: 1952Discipline: WrestlingMedal: BronzeKhashaba Dadasaheb Jadhav was the first athlete from India to win an individual medal at the Olympics. Jadhav was extremely nimble on his feet and that’s what made him different from the wrestlers of his time. Training under English coach Rees Gardner made him better since the 1948 Summer Games and finally four years later in Helsinki, it paid off.Leander PaesYear: 1996Discipline: Tennis (Men’s singles)Medal: BronzeIt was an inspired performance against the odds from an inspired 23-year-old Leander Paes. There were no expectations from him and he did what nobody expected. Paes lost an impressive semi-final but all was not lost as he defeated Brazilian Fernando Meligeni, world number 93. He went down in the first set but came back stronger to win 3-6, 6-2, 6-4 and get India a Bronze medal in an individual event after four decades.Karnam MalleswariYear: 2000Discipline: Weightlifting (Women’s 69KG)Medal: BronzeMalleswari won the Bronze in women’s 69kg category with an overall lift of 240kg. She finished just behind winner Lin Weining of China and Hungary’s Erzsebet Markus. Malleswari started with 105kg and then lifted 107.5kg, followed by 110kg in her subsequent two attempts. She started off with 125 kg in the clean & jerk attempt and then increased it to 130 kg. In her third attempt, she went for broke by trying to lift 137.5kg. Malleswari couldn’t get a Gold but her effort was enough to help her bag the Bronze.advertisementRajyavardhan Singh RathoreYear: 2004Discipline: Shooting (Men’s double trap)Medal: SilverRajyavardhan Singh Rathore had qualified for the final round after finishing fifth with a tally of 135 points (46, 43, 46) from three rounds in the preliminary stage. In the finals, the 34-year-old army major gave India its first individual Silver medal at the Olympics. The army man managed a score of 179 (135 in qualifying and 44 in the final round) which gave him the Silver medal. Rathore managed to score 44 out of 50 in the final round.Abhinav BindraYear: 2008Discipline: Shooting (Men’s 10 metre Air Rifle)Medal: GoldAbhinav Bindra in his biography said that he’s the Rahul Dravid of shooting and he aims for perfection. In 2008, Abhinav Bindra made the nation proud and won India its first individual Gold medal in Beijing. Bindra was fourth after qualifying but a brilliant final round and after a near perfect 10.8 on his last, he pulled in front of Henri Hakkinen of Finland. Bindra shot a total of 700.5 in the finals to clinch Gold for his country.Vijender SinghYear: 2008Discipline: Boxing (Men’s 75kg)Medal: BronzeAt Beijing 2008, Vijender defeated Badou Jack of Gambia 13-2 in the round of 32 and followed that up with a win against Angkhan Chomphuphuang of Thailand 13-3 in the round of 16 to reach the Middleweight Boxing quarter-finals. He beat Carlos Gongora of Ecuador 9-4 in the quarters which guaranteed him a medal, the first ever Olympic medal for an Indian boxer. However, he lost 5-8 to Cuba’s Emilio Correa in the semi-finals and shared the Bronze medal.Sushil KumarYear: 2008Discipline: Wrestling (Men’s 66kg Freestyle)Medal: BronzeSushil Kumar lost to Andriy Stadnik in the first round of the 66 kg freestyle wrestling event in Beijing. This left the Indian wrestler’s medal hopes hinging on the repechage. He defeated Doug Schwab in the first repechage round and Albert Batyrov in the second round. In the bronze medal match, Kumar beat Leonid Spiridonov 3:1 to clinch Bronze for India. Kumar won three bouts within a span of 70 minutes to take the Bronze.Gagan NarangYear: 2012Discipline: Shooting (Men’s 10m Air Rifle)Medal: BronzeGagan Narang won Bronze in the 10 metre air rifle event with a total score of 701.1, becoming India’s first medal winner at the 2012 games. Narang was just behind Silver medallist Niccolo Campriani of Italy who scored 701.5. He shot 10.7, 9.6, 10.6, 10.7, 10.4, 10.6, 9.9, 9.5, 10.3 and 10.7 in the 10 rounds and 103.1 in the final.Vijay KumarYear: 2012Discipline: Shooting (Men’s 25 Rapid Fire Pistol)Medal: SilverVijay Kumar won Silver in the 25 metre rapid fire pistol event. He finished with an average score of 9.767 and had a score of 293 with 7 inner 10s in the first stage. Vijay won India’s second medal at London 2012.advertisementSaina Nehwal Year: 2012Discipline: BadmintonMedal: BronzeSaina Nehwal earned India’s third individual medal in London. Saina defeated China’s Wang Xin after winning the first game 18-21 and then won the second game 0-1 as the Chinese had to retire to due an injury.Mary KomYear: 2012Discipline: Boxing (Women’s Flyweight)Medal: BronzeMary Kom defeated Karolina Michalczuk of Poland 19-14 in the third women’s boxing match of the first round. In the quarter-final, she defeated Maroua Rahali of Tunisia with a score of 15-6. Kom faced Nicola Adams of UK in the semi-final but lost the bout 6-11. However, she stood third in the competition and garnered an Olympic Bronze medal.Yogeshwar DuttYear: 2012Discipline: Wrestling (Men’s 60kg Freestyle)Medal: BronzeYogeshwar lost to Russian B Kudukhov 1-0, 2-0 and was knocked out from the pre-quarterfinal round. He got a chance to contest in the repechage rounds as Kudukhov reached the finals of the event. In his first repechage round he went on to beat Franklin Gmez of Puerto Rico with a score of 1-0, 1-0. Yogeshwar then scored 7-5 to beat Masoud Esmaeilpour with an aggregate of counted points 3-1 in repechage round 2. He finally beat his North Korean opponent Ri Jong-Myong to clinch the bronze medal (0-1, 1-0, 6-0).Sushil KumarYear: 2012Discipline: Wrestling (Men’s 66kg Freestyle)Medal: SilverSushil Kumar won a Silver medal after losing the final to Tatsuhiro Yonemitsu. He had entered the final amid some controversy by beating Kazakhastan’s Akzhurek Tanatarov in the semis. Sushil lost his final bout to his Japanese opponent with a score of 3-1.Sakshi MalikYear: 2016Discipline: Wrestling (Women’s 58kg Freestyle)Medal: BronzeSakshi Malik brought an end to India’s long wait for a medal at the ongoing Rio Olympics by winning Bronze in the Women’s Freestyle 58kg category. The 23-year-old overturned a 0-5 deficit to script an 8-5 victory over Aisuluu Tynybekova of Kyrgyzstan in the Bronze medal bout. Earlier, Sakshi had crashed out of contention for the Gold medal after a one-sided 2-9 loss to Valeria in the quarter-finals. She however, started her bid for the Bronze by defeating Orkhon Purevdorj of Mongolia 12-3 in the Repechage round 2 and then went on to win the Bronze medal bout by defeating the Kyrgyzstani.
With an aim to broaden the bench strength, the new With an aim to broaden the bench strength, the new selection committee, headed by MSK Prasad, have included a few youngsters — Jayant Yadav, Axar Patel, Dhawal Kulkarni, Mandeep Singh and Manish Pandey — in the squad. Rahane feels it is a welcome move by the selectors to give new guys opportunity at the highest level. “I am really excited about the new guys coming into the team. Its really energising, everyone is looking in good shape. The guys have done pretty well in India A series and few guys did well in Ranji Trophy matches,” he said. “Its all about giving the new guys confidence and opportunity at the highest level.” Rahane also refused to think too much ahead and preferred to concentrate on the task at hand. “As of now it is important for us to focus on this series rather than thinking about the Champions Trophy. Its still a long way to go for the Champions Trophy. We will play one match at a time,” he said. Talking about his new role as vice-captain of the Test side, Rahane said he relishes the responsibility of Virat Kohlis deputy. “I dont believe in seniority or juniority. Its all about learning at every step and giving inputs. I really learnt a lot as vice-captain. “On the field it is important for you to stay alert all the time because there are plenty of things going on in a captains mind. So as a vice-captain it is important to stay alert all the time and whatever inputs you have you pass it on to your captain,” he concluded. PTI SSC CM BSadvertisement
The rules of job search have changed; in fact, some might say they have taken a 180-degree turn in recent years, particularly with the advent of social networking. The waters have become murkier than ever as career journalists vie for the attention of readers with click-generating headlines that are not necessarily in careerists’ best interests.A recent article, Quit Using These 10 Words to Describe Yourself on LinkedIn, further clouds the waters with assertions that confuse and spurs frustration among many who coach and strategize daily with job seekers.In her usual pragmatic way, Dawn Bugni, master resume writer and career coach, who has been collaborating with careerists for more than 12 years, says, “Job search, sales, marketing, communications in general is never black or white. To say, ‘don’t use these 10 words,’ does job seekers, living in job search’s gray land of it depends, a disservice. I find individuals every day struggling with preconceived, nonexistent rules in job search as it is.”While overusing keywords can be problematic, the problem with completely abandoning use of such buzzwords is that employers still use those words in job postings. Because recruiters and hiring decision makers as well as automated tracking system (ATS) systems are tapping job posting keywords to unearth potential new hires, eliminating those words altogether can potentially eliminate you from the running.Bugni continued by sharing a current collaboration with a job seeker, “Here’s a good example about mirroring language of the job posting: ‘Strategic’ is #2 on the list. I’m reviewing a COO job posting prepping for a client call. The word strategic is sprinkled throughout the posting. In fact, in only two bullets, I counted the word strategic five times. Evidently that’s a hot button word for this organization. Regardless what this guru in the article says, the resume I create for my client will contain the word strategic.”Instead of eradicating specific buzzwords from the resume or LinkedIn profile, the real message is that job seekers need to make theirs words and stories actionable and substantive and weave them into meaningful context. Doing this, versus focusing on what words to use and what to purge from their writing will add value instead of getting the glazed-over-eyes response.Bugni sums it up well, “If this article is meant to tell the reader to be succinct, bold and specific in conveying value, and do it in fresh, compelling language, then I’m all for it. If it’s meant to give job seekers a definitive, black-and-white absolute rule, then I’d say, ‘Move along. Nothing to see here.’”
In April 2013, I wrote a blog called Why Now Is a Great Time to Lean In. It was a month after Sheryl Sandberg’s game-changing book Lean In came out and now it is almost a year later. If you haven’t heard about it, quite a lot has happened in a mere 12 months.I believe every working person – woman and man – needs to read it if only to understand the changes that are underway in the world. But perhaps the most important thing that has happened is that thousands of women are now talking with one another about what is really going on in the workplace and are identifying what needs to change.Sheryl created LeanIn.org to enable this online and in-person dialogue between the world’s women. I joined the groups, called “circles,” in New York City and New Jersey. The instruction to the Lean In circles is simple. Women are asked to gather and to support one another’s choices, whatever they might be. This, of course, flies in the face of decades of socialization which has told women to be competitive, wary, and withholding.When I heard Sheryl speak in September 2013 at a Lean In event in New York City, she announced that there are 9,000 Lean In circles in 60 countries. Now five months later the number of circles is up to 14,000. This is a movement that has caught fire and here’s the truly great part: it’s only just begun.So ladies, can we talk? If you agree that the workplace has plenty of room for improvement, here are 10 really easy ways for you to make a difference in your work and maybe even in your life.1. Lean In to your words. Words matter and can alter perception. Let’s stop referring to ourselves as “girls” in the workplace which not-so-subtly diminishes and demeans. Use “colleagues,” “co-workers,” “women,” “ladies,” or “fellow staffers.” Let’s also stop using the word “bossy” which is a word with negative connotations that typically only refers to women and not men. Sheryl pointed out that there is a word for “bossy” in every country and not in a good way.Let us work to eliminate the need for the words “catty,” “undermining,” and the like. You know what the words I mean.Women can inspire and motivate respect when we show respect for ourselves and one another by the words we choose to describe ourselves.2. Lean In and share. Collaborate, mentor, and share information. Actively seek opportunities to find out what other women are great at and what problems they are trying to solve. Pool your efforts towards a common goal and don’t keep score. Distribute relevant articles that you feel will be helpful and encourage others to do the same.For example, mentors are critical when it comes to negotiating. Generally speaking, women are not natural negotiators and therefore, we need support from others to navigate salary negotiations and annual reviews. Negotiating successfully has everything to do with closing the wage gap.3. Lean In and support women leaders. Find your voice and speak up. When you believe in them, give your full support to women who seek leadership positions and say so. Congratulate colleagues on their successes. Offer praise for a job well done. Say things like, “I see what you are doing, and I think it is great.” Write an email to say thank you for going above and beyond. Give credit to others in staff meetings. Offer help on a project. These positive actions feed on one another and are contagious. The same is true for negative actions, isn’t it?4. Lean In on social media. In whatever group you are a part of on LinkedIn, respond and participate in discussions that mean something to you. You can “Like” a discussion but also add your own opinions and support for others. This is a powerful way to lean in and become known in your professional community. The same goes for Facebook, Twitter, and the other platforms you follow.This is an example of a real connection request on LinkedIn. Doesn’t it make you want to connect?Dear ________;Thank you for your wonderful contributions. Love this group. Let’s all work together to create the necessary changes. Please let me know how I can help you.5. Lean In with technology. Return emails and phone calls. Don’t you remember who has ignored your emails or calls? Others do too. Even if you cannot help another or you are not interested in their project, please take a moment to write back to say, “I wish you all the best with your project, but I simply have too much on my plate to take it on. Thank you for letting me know.” That will be perceived as professional and will eliminate the temptation to feel insulted or dismissed.6. Lean In against the “haters.” You’ve heard the saying, no good deed goes unpunished? Don’t let that stop you from leaning in. No matter how well intentioned your actions are to lean in, there will be other people who are frightened by it and will be negative. You might hear, “Why do you want to help Jane? What has she ever done for you?” Trust your gut.7. Lean In to not take things personally. This is hard sometimes but 9 times out of 10, it’s about them and not you. We are in a 24/7 instant access world moving at warp speed. How many emails do you receive each day? How many texts and IMs? We are all on overload. Please keep your perspective and not only cut others a break, but cut yourself some slack too. If you have a question, simply ask, “I just want to clarify what you meant by XYZ.”On top of all that, technology is not 100% foolproof. If you have ever experienced a computer crash, a cell phone that dies mysteriously, a voice mail that was not received or an email that disappeared into cyberspace, then keep that in mind in your communications. Taking things personally is often a waste of time and your good energy.8. Lean In by respecting other women. Respectful professionalism is the secret sauce to leaning in with unbridled success in today’s workplace. To view others as individuals and doing simple things such as saying “please” and “thank you” matters. Manners, courtesy, and respect as your default behavior can make all the difference.9. Lean In by joining groups and participating. Whether it is a Lean In circle or one of a thousand groups you can belong to, choose to be a woman who helps other women without an agenda or ulterior motive. Give it a try. The best way to find a mentor is to be one and you will have this opportunity both online and in person. Networking is most powerful when your question to another woman is, “What do you need next and how can I help?”10. Lean In to fight the fear of change. It is human nature to resist change but change we must in our complicated and demanding workplace. Women need to embrace change in order to reduce the inequities in the workplace such as women making .77 cents to every dollar a man makes. Our only alternative is to maintain the status quo which does not work given that more than half of the working population are women. Change feels uncomfortable, but the feeling lasts for just a little while. As Sheryl says, “We will move towards a new normal in a world where there are many more women leaders. Eventually, we’ll all stop being so surprised by it.”As I wrote last April, leaning in means caring enough to be heard and to make a difference not only for ourselves, but for our daughters and our sons. As a 30-year professional woman, I am happy I lived to see this day. Look around. The future is now. What do you need next and how can I help?
Job search, akin to moving to a new town often is unfamiliar, disconcerting and frightening. In fact, it can turn confidence into insecurity, and polished poise into rough edges. It also can shift calmness into anger and patience into pushiness.Ways to positively channel this anxiety and energy abound and can be used to propel your search—and attitude—forward. Five such tips follow:1. Create a resume that is a mash of both marketing muscle and humility. Create this by teasing out a story rich, not only in the measurable results you achieved as an army of one, but also in the colorful and harmonious relationship threads you wove throughout your career. If written well, you hook the reader with a relatable, yet exhilarating theme and win them over with your likeability and problem solving finesse. You prove yourself as both a decisive leader and a collaborative partner.2. Join the conversation on social media. When you read someone’s blog, you comment, and then personally tweet or share their content. You add value and positivity to the conversation and humbly admit that you learned something you did not know before.You don’t permit your overwhelm with and anxiety from job search to spill over into anger, negativity, insults and/or know-it-all attitudes on blogging sites, Twitter conversations or Facebook exchanges. If you find yourself swaying toward off-putting online sharing, you seek out a healthier outlet, such as exercise or spending time with good friends who will be private sounding boards for your angst.3. Netweave your way into referrals and opportunities. You give first and don’t expect something in return. You share your value in a way that demonstrates your talents, and you articulate your target goals in a way that equips your net of relationships to know how and when to refer you to others.You don’t push people for networking referrals or job recommendations, but if an opportunity presents itself, you act upon it. If someone makes an introduction to a particular person or opportunity, you follow up, even if you aren’t 100% convinced you are interested. You exude respectfulness, and a dash of humility, consistently.4. Stay focused on your goals. Even if you aren’t certain of your focus, go out and find it. You do this by reading career advice content and being introspective. You also may need to seek out help from others who can objectively support your initiative to zero in on a specific target audience and their needs. In job search, knowing what type of company, industry and job you seek is extremely vital to a healthy outcome.While the process of finding a job may frustrate you because it seems like yet another job, embracing that process can actually help convert those unconstructive feelings into momentum. Embracing the process exudes itself in positivity and a more humbly confident attitude than if you carry a chip on your shoulder.5. Realize and embrace your value. Whether you have a track record of one year, five years or 25 years’ work experience, you value yourself and the experience and skills you offer. However, whatever your credentials, you don’t use them as an excuse for arrogance and total independence. We all experience interdependence at different phases of our careers and lives, and job search often brings the most independent, self sufficient personalities to their humble knees.Unassumingly embrace uncertainty and become more comfortable with being uncomfortable. Similar to moving into a new town where you know no one, put on your most pleasant “face” and be nice to others to get acclimated. Accept help when others offer to show you around and introduce you into their fold. Warm up to invitations to connect; appeal to people’s helping natures and say “thank you,” regularly.
How a Mentor Can Help You Get a Promotion Economist, founder and CEO of the Center for Talent Innovation Sylvia Ann Hewlett explains: “Mentors can build your self-esteem and provide a sounding board – but they’re not your ticket to the top.”Sponsors, on the other hand, can be that ticket. Sponsors take a direct role in the advancement of their protégés. Sponsors work at the same organizations as their protégés. They advocate for protégés, helping them earn raises and promotions and garner success in their shared environment. Sponsors put skin in game, using their connections to advance their protégés through their endorsement and guidance. Having a sponsor, a career champion, is a game-changing asset that is especially important for minority and female professionals.A sponsorship serves both parties, just as a mentorship does. But, while mentorships tend to be more ideological and educational, sponsorship involves concrete action on both sides.Holly Brittingham, Senior Vice President of Global Talent and Organizational Development with Foote, Cone & Belding, FCB Global explains: “Sponsors actively seek out and facilitate career-expanding opportunities for their protégé, and, in turn, the protégé commits to stepping up and demonstrating value to the organization, even if this requires them to shift their way of thinking and their leadership behaviors, in order to be successful.”Sponsorship, then, is a symbiosis rooted in action that furthers both sides’ aspirations. Brittingham notes: “Sponsors open doors and provide access, while protégés support and drive a sponsor’s vision.” How to Convince Someone to Be Your Mentor In many instances, highly-valued mentors are busy and you’ve got to sell them on becoming your mentor. “Be upfront about letting them know you would like to have a mentor-advisor relationship with them as opposed to just asking for tips from time to time,” advises Crawford. “Craft a plan beforehand that you can present to them—don’t make them develop the plan.“ Your plan might include the number of meetings you’d like to have—on a monthly or quarterly basis—or a specific aspect of the industry or your job that you’d like to learn more about. When you pitch your proposal, you may also want to ask your potential mentor for his or her preferred communication method. “Set the goals you would like to accomplish and try to see what they are receptive to,” advises millennial career expert Jill Jacinto. You might ask your mentor, for example, whether email works for quick questions and if he or she would be amenable to chats in person for more in-depth conversations, Jacinto suggests. Lastly, “make sure to let them know you want to help them as well, with connections, to test out an idea on you, or anything else you can help them with,” says Crawford With a mentor in place, “don’t expect [him or her] to do all the legwork,” warns Jacinto. Crawford says that many people choose to “make a formal agreement to help both parties take their new relationship seriously.” If you go this route, you can “take a look at your plan together and make adjustments as needed,” she says. “Then, commit to your schedule.”But if your new mentor prefers to be a little less formal, “be flexible to bend to their desires as well,” she says. “Suggest you touch base with them once every other month, for example, to set up a time to talk. Bottom line, have some sort of agreement you create, together.” When you meet (or speak) with your mentor, Jacinto recommends treating these meetings like any other you would at work. “Put together an agenda [and] include questions you’d like answered,” she says. You may even want to provide supporting documents or “set up a PowerPoint so they can easily identify the progress you are making, as well as see the time and effort you are putting into the mentor-mentee relationship,” Jacinto suggests. In conversations with your mentor, “be prepared and ask for honest feedback,” Jacinto adds. “Part of having a mentor will help you course correct your workplace habits. This person is able to give unbiased feedback that will be constructive. I once worked with a client who did this and got really offended when a mentor told her that her personality when working on a team sounded abrasive and instead she should take a softer approach. [But] she inevitably took his advice and it changed her career for the better.” Any ol’ mentor won’t do. “You want to find a mentor who shares a similar vision of success or someone who has been on a similar career path to yours,” says Crawford, by which she means that he or she “is either in a role you want to be in long-term or has some knowledge of the career path you want to pursue. Ideally, they would share some of your same career values or perspectives on their career.” The person you identify could be in your company, a university alumnus, a member of an industry association—or even outside your network. Also, “some companies offer a mentor program, but it may not be advertised,” Crawford says. And if they don’t, they “may be open to developing one if you bring it up,” she says. So, check with coworkers or your HR department, and consider this idea a viable option, too. A mentor can help you snag the job you’ve only been dreaming about, according to Fredda Hurwitz, chief strategy and marketing officer at RedPeg Marketing and a member of the Marketing Academy’s scholarship mentor board, by giving you inside information, helping you hone your negotiation skills, introducing you to the right people, and so much more. Here, according to Hurwitz, are five ways they can help.1. They can role play with you.A mentor can play employer to the mentee’s employee, which can “help build up the mentee’s confidence in his or her ability to state their case and recognize their value” before heading into a negotiation for a promotion, says Hurwitz. “The value of a practice scenario shouldn’t be underestimated—it instantly creates a safe space to prepare for some off-the-cuff questions that could otherwise catch them off guard.” If you’d like to practice negotiating, ask your mentor to throw questions your way such as: how have you exceeded expectations with the company, and what are some wins you have had in the last six months? Hurwitz suggests. 2. You will learn from their past experience.Your mentor has been there and done that—and his or her experience can help you learn information only someone on the inside would know. “The mentor should be able to draw on their own experience to provide hints and tips about how to approach this sensitive area,” Hurwitz says. “Have they stood up to a nightmare manager? Was their worth questioned in a negotiation setting? How did they stand up for themselves? Sharing these personal anecdotes—and furthermore, how they handled them—can help mentees to get a better sense of the types of scenarios they might encounter as well as different avenues through which to approach them.”3. They can introduce you to the right people.You’ve heard the saying that “it’s not what you know but who you know,” and when it’s time to snag a promotion, this can be especially true. “However, for those just getting their feet wet in an industry, a Rolodex of helpful contacts can take a while to build,” Hurwitz points out, and that’s where a mentor comes in. “A good mentor will open their network up to a mentee, allowing them to connect with other helpful individuals in the industry and ultimately build up their own little black book.”4. They can help identify your strengths—and your weaknesses.You’re ready for a promotion, but do you possess all the skills necessary to be successful in the new gig? A mentor can help you figure that out. “If there are skills that need to be developed in order for a candidate to become eligible for a raise, a mentor should be seen as a critical resource to point out these areas as well as offer tangible tips to help a mentee sharpen their skills,” says Hurwitz. 5. And they’ll keep it real with you.One way to ensure you get a promotion is to make sure you’re actually ready for it. If you’re not, you could be setting yourself up for failure. “A mentor should even coach the mentee when not to seek a promotion—the mentor may realize that the mentee isn’t quite ready,” Hurwitz says. “An insightful and caring mentor should be able to take that step back and show the mentee what may still be required as a proof point before broaching the subject and having to deal with a very unpleasant response.” How to Identify a Mentor Sponsor versus Mentor? How to Ask Someone to Be Your Mentor Learn More! What is a Mentor? Unfortunately, a great mentorship opportunity rarely just lands in your lap. More often than not, you need to proactively reach out in order to build the kind of professional relationship that can really benefit you. But you can’t just waltz up to someone and ask, “Do you want to be my mentor?” (Well, you could, but it probably wouldn’t be very effective.)So how exactly do you tactfully ask someone to be your mentor?1. Choose Wisely“Don’t expect someone in a high-level leadership role, like the CEO of a large company, to immediately agree to be your mentor. While they may want to mentor you, they might not have the time to do so,” says Mary Grace Gardner, career strategist at The Young Professionista. “A helpful mentor to have is someone who is two or three levels above you, but doesn’t work directly with you. It’s more difficult for a mentor to give you neutral, constructive feedback if your work directly impacts them.”Before clicking send on that email, think about what you need most right at this moment in your career.“Start by asking yourself how having a mentor will benefit you in your current situation and what you will gain by beginning this type of relationship,” says Eden Waldon, Career Specialist at Ama La Vida. “Perhaps you are seeking a mentor who can support your career goals and offer sound career pathing advice. Or maybe you are looking for someone with subject matter expertise to help you navigate a particular problem. You may even have different mentors that provide you with support in professional, personal and spiritual capacities.”2. Make Your RequestOnce you’ve pinpointed the perfect mentor, it’s time to reach out to them. This doesn’t always have to be a formal request, though, especially if you don’t know the person well.“I personally am not in favor of just saying ‘Will you be my mentor?’ right up front — it can be an overwhelming ask for a person who has a lot on their plate already,” says Santopietro-Panall. “I would recommend starting with something like ‘I really admire your work (or your career trajectory, or whatever it is that you admire) and was wondering if I could ask your advice on my own career?’ If the person says yes, then have that initial sit-down and chat with them.”Then, if all goes well, you can introduce the possibility of setting up a recurring meeting.“If you really like their advice and they seem invested in you, you might ask something like ‘I’d love to continue to learn from you, would you be willing to have coffee with me once a quarter/every few months and chat?’” Santopietro-Panall suggests.3. Be GraciousWhen your mentor responds to your request, make sure to be courteous — even if they say ‘no.’“It would be only natural to feel angry or hurt if the person you would hope might mentor you says no. But, as you reflect on the situation, realize that your mentor may have things going on that you are unaware of,” says career coach, Angela Copeland. “They may be having a difficult time at work. Or, perhaps someone in their family is sick. In a work situation, people often don’t disclose every detail of their lives.”Besides, Copeland adds, “This is a much better outcome than someone who commits time to you and then doesn’t follow through. Thank the person, and be very understanding and gracious. You never know — they may come back in the future and offer to mentor you.” First Mentor Meeting Plan Mentorships help professionals learn about their fields and roles from senior practitioners. Mentors serve as advisors, helping mentees shape their ambitions and plans. Mentors are qualified to serve in this capacity because they have a general expertise relevant to the professional experience that they share with mentees. It isn’t necessary for mentors to work at the same company as those they mentor. Ready to find a mentor? If you’re looking for an advocate because you’re new to an industry or stepping into a bigger role, it may be time to invest in a mentor or a few mentors. Learn more about getting the professional insights you need:Glassdoor’s Mentorship Advice7 Companies With Impressive Mentorship ProgramsWant To Become A Mentor? Start By Reading ThisSponsors vs. Mentors: What’s the Difference & Why It Matters5 Signs You’ve Got a Bad Mentor9 Companies That Offer Incredible Professional Development ProgramsHow to Build Your Own Career Path Within an Organization
Every job seeker knows they need to get noticed by employers, but the most important thing they want to understand is how. Being a job seeker in today’s workforce is a challenge. There’s isn’t a one-size-fits-all solution to help job seekers land a job. In fact, if you want to be a standout job seeker, you have to go above and beyond to land on the radar of employers.Many job seekers today wonder why they must work so hard to find a job they love. After all, shouldn’t landing a job be easy? Unfortunately, when employers hire new employees, they want candidates with the strongest talent and most experience. Employers believe this is a guaranteed way to improve the success of their company.Here are some tips for job seekers looking to stand out during their job search:1. Show how you’re a service to your industry.Every job seeker knows they need to market their expertise in order to get noticed by employers; however, the key to getting noticed is showing how you’re a service to your industry.Job seekers who consistently market themselves, look for opportunities, and show their dedication to their industry are the ones who land jobs. Employers want to see how you’re putting in the effort to make a contribution to your given industry and how you can make an impact within their organization.2. Market yourself for the future of your industry.Employers are all about having a competitive advantage in the marketplace. As you apply for jobs, show employers how your skills and experience make you a trendsetter for their industry.During your job search, ask for advice from colleagues, mentors, and professionals for their opinions on the future of your industry. Their insight will help you figure out what skills and experience you need in order to follow those trends. Once you know the future of your industry, you’ll be better at predicting future trends, which is an appealing quality to employers.3. Understand the position of the employer you’re targeting.When researching employers and job opening, make sure you know the position of each company. Read through their mission statement and company values. Take a look at their culture and what employees say on Glassdoor about working there. This information will give you a better idea of who the company is and how you can market yourself to fit their mold.4. Know how to apply your skills to new roles.Employers like hiring employees who are Jacks or Janes of all trades. If you’re applying for a job outside of your industry, use examples from your experience that show employers how your skills are versatile. Job seekers who can transition from different roles are sought after candidates because it makes the training process easier for employers and can contribute more to the organization.5. Pay attention to the feedback others give you.Whether it’s advice you receive from a colleague or getting turned down by an employer, use this feedback as a way to improve your image as a professional. Positive and negative feedback is critical to professional development and will make you a better individual. Especially when searching for jobs, receiving feedback on your job search tactics, resume, or cover letter can help you get ahead in your job search, too.As you continue to search for jobs, remember to never give up. So many job seekers get close to success and eventually give up just before they land a job. We all know jobs aren’t easy to come by, but if you remain persistent, network with the right people, and highlight your best qualities, you’ll land a job before you know it.Are you a job seeker who is trying to stand out? What are you doing to get yourself noticed by employers?
Imagine you’ve just found a job posting and it appears to be the perfect fit. The position is with a company you’d love to work for and you meet each one of the employer’s qualifications. How perfect can this job posting possibly get?Instead of applying for the job right away, it’s important stop for a few minutes to carefully read the job posting and think of it as a lead. This process will help you form a better strategy for your job application that will get you noticed by the employer.As you think of the job posting as a lead, here are five things you need to do before you send your application:1. Update your social media profiles.When you apply for a job, the first thing an employer will look at after your application is your social media profiles.Before you apply for the position, make sure your social media profiles display what you want employers to see. This means your LinkedIn profile should be updated with your most recent experience and you’ve removed anything from Twitter or Facebook you wouldn’t want an employer to see.2. Research the company.Once you’ve read through the job posting, do some research on the company. Check out the employer’s website and read through their career page. You should also take a look at their blog, read about the people who work there, and read out their company news. This will give you a better idea of what the company does and how you can market yourself to the employer.3. Locate the name and email of the hiring manager.After you’ve done some research about the company, it’s time to find the hiring manager. By locating the hiring manager, you’ll be able to customize your cover letter and make sure your application lands in the right hands.Sending your job application to the hiring manager is more effective than applying through the job posting because it enables you to have direct contact with the employer. This way, you don’t have to feel like your application went into a black hole after you applied for the job.4. Reach out to current employees.If you don’t have any connections with the employer, reach out to employees who work in the department where the company is hiring. This is a great way to network and sneak your way into a company through the back door.Once you’re ready to contact some employees, add them on LinkedIn or send an email. Introduce yourself and explain you’re interested in learning more about their company. These employees might be able to offer some tips on how to apply for the job and some insight about what it’s like to work for their employer.5. Tailor your resume and cover letter to the position.After gathering information from your research and networking, you should be able to write a resume and cover letter that’s tailored to the position. Use the knowledge you gained to create an application that shows your interest in working for the company.If you follow these steps before applying for a job, you’ll be guaranteed to stand out against other job seekers. Although this strategy take a little bit more time, you’ll be thankful you went above and beyond to apply for the job.What are some things you’ve done before applying for a job that helped you impress employers?
Finding a job is tough. Especially when you’re not sure where to look or who to reach out to, finding connections and securing job interviews can become a stressful and time-consuming process.Unfortunately, there’s a factor that negatively impacts many job seekers: According to TheLadders, nearly half of all job postings are unadvertised. This means half of the jobs available are likely to go to job seekers with inside connections with employers.So the question is, why do job openings go unadvertised? Well, there are a number of reasons. First, when an employee quits or an employer fires someone, a hiring manager will likely tap into their current applicant pool. Employers might also avoid job boards so they don’t have to deal with sifting through thousands of applications.As you search for jobs, remember that just because a job goes unadvertised doesn’t mean you can’t discover it. Here are five ways to find unadvertised job postings:1. Tap into your networks.The most effective way to find unadvertised job postings is to tap into your network. In fact, 70 percent of all jobs are found through networking.As you search for jobs, talk to friends, colleagues, mentors, and professionals you’ve met through networking opportunities. These people will likely have a connection to a recruiter, employer, or job opportunity that fits your needs.2. Meet with your mentor.Your mentor is another great resource for learning about unadvertised job postings. Especially if your mentor is a professional in your industry, he or she will likely have connections to a number of employers in your field. Pick their brain for job postings, networking connections, and advice for finding unadvertised jobs.3. Expand your research beyond job boards.Job seekers are often misled because they think these major job boards are the only sources of jobs. While these sites have many listings, also try online searches using Google or niche job board sites. There are niche job boards for nearly every industry, which will help you narrow down your job search and bring you additional results.4. Use social media as a search engine.Social media isn’t just for connecting with friends and family, it’s also useful for your job search. According to Jobvite, 21 percent of job seekers found their best job through a social network.Take advantage of social networks such as LinkedIn, Twitter, and Facebook during your job search. Employers are constantly sharing employment opportunities on these platforms and this will also give you the opportunity to connect with a recruiter or hiring manager.5. Join and participate in LinkedIn groups.If you want a leg up in your job search, use LinkedIn groups to expand your efforts. According to Jobvite, 94 percent of recruiters are active on LinkedIn, whereas only 36 percent of job seekers are active.Regardless of your profession, there is likely to be a LinkedIn group for your industry. LinkedIn groups serve as an excellent way to connect with other professionals in your field, recruiters, employers, and also discover job postings unique to your industry.Finding unadvertised job postings doesn’t have to be as hard as it sounds. By using your resourcefulness and having a little patience, you’ll find a job not many job seekers know about.Have you landed a job through an unadvertised job posting? What led you to the opportunity?
Virgin Media, which is now owned by cable group Liberty Global, was founded in 2006 following the merger of NTL, Telewest and Virgin Mobile to create the UK’s first company to offer television, internet, mobile phone services and fixed line telephone services. Being a Virgin brand means that the company has a high profile, with Sir Richard Branson and stars such as Usain Bolt and David Tennant appearing in TV advertisements. But what is it really like working for Virgin Media? What do the Virgin Media technicians and customer service staff think about their employer? The best way to find out is to turn to those who know best – the employees.Right now, Virgin Media has an overall company rating of 3.4 (OK) based on 74 reviews shared by employees, which is slightly above the 3.3 average company rating on Glassdoor (Ratings based on a 5-point scale: 1.0=very dissatisfied, 3.0=OK, 5.0=very satisfied). For comparison, that rating is higher than some competitors like BT (2.8; based on 335 reviews), but lower than Sky (3.5; based on 194 reviews). Virgin Media scores above average in most workplace factor ratings, too, notably with its compensation and benefits rating of 3.7. However, employees give the company’s senior management a rating of 2.6, below the Glassdoor average of 2.9.Check out the image below to see more about how employees really like working at Virgin Media, including how overall employee satisfaction has changed over time:Looking deeper into Virgin Media, you can see what some employees have to say about the benefits and downsides of working here:Pros:“No micro management. Freedom to work in your own style.” – Sales Executive (Manchester, England)“Great people to work with, some really good and dedicated managers. Very good range of benefits on offer, especially staff deals on mobile and TV.” – Reporting Analyst (Bradford, England)“You have permission to think and do things differently. You can be true to yourself in everything you do.” – Training Delivery Manager (London, England)“Good people, great benefits, good salary, interesting work, great culture since turning Virgin from ntl / telewest. Working when Neil Berkett was in charge was inspirational.” – Manager (Hook, England)Cons:“Very poor access to senior management, can be quite hierarchical despite values being communicated.” – Manager (London, England)“If you really like expressing an opinion that is very different from others be very careful.” – Manager (Glasgow, Scotland)“The company is large and fragmented being essentially a merger of several other companies.” – Senior Commercial Manager (London, England)“Somewhat constant feeling of job insecurity due to the structural changes and seemingly never ending focus on cost cutting.” – Access Technician (Birmingham, England)Do you work at Virgin Media? What do you think of the company? Let others know by sharing a review.Want to learn more about what it’s like to work at Virgin Media?Virgin Media jobsVirgin Media company reviewsVirgin Media salariesVirgin Media benefitsVirgin Media interviewsVirgin Media office photos
Every job seeker knows making a positive first impression is crucial to landing a job. However, many don’t realize how to make the perfect first impression.Regardless of how qualified you are for a position, a hiring manager is going to examine your personality, attitude, and presentation during the interview. If you don’t portray the qualities they look for in a candidate, it’s very likely they won’t hire you for the position.If you want to impress the hiring manager during your next interview, you need to be a likable candidate. Here are some secrets you should know:1. They research the interviewer and company before the interview.Likable job candidates genuinely want to know about the company and the person who will interview them. By researching the interviewer and their company, you’ll show you’ve done your homework, which will make a great impression during the interview.Begin your research by reading through the company’s website, checking out their LinkedIn page, and doing further research on Google and social media. Once you find out the name of the person interviewing you, look for details like where they went to college or organizations they’re involved with. Who knows, you might discover you have something in common with the interviewer.2. They’re friendly to the receptionist.Unless you’re doing a video interview, the first person you’ll likely meet face-to-face is the receptionist.When you arrive to your job interview, be friendly and polite. It’s also a good idea to engage in small talk with the receptionist. You never know if the hiring manager will talk to the receptionist after your interview, so making these gestures will help you make a positive first impression.3. They’re aware of their surroundings.After you’ve arrived to the location of your interview, pay very close attention to your surroundings.Look for details such as the setup of the office, how employees interact with each other, and what the hiring manager’s office looks like. The way the office is designed and how people interact will give you a better idea of how to present yourself during the job interview.4. They’re approachable.When you enter your interview, you want to give the impression that you’re a person the hiring manager will enjoy working with.Greet the interviewer with a handshake, smile, and make eye contact. It’s also a good idea to make a subtle compliment about the interviewer’s office or engage them in conversation. This will show the interviewer that you’re interested in learning about them and their company.5. They’re helpful.Likable job candidates are also helpful individuals. They want to show the employer they genuinely care about the success of the company they hope to work for.To illustrate your helpfulness during the job interview, talk about an experience or accomplishment where you had to help a coworker or go above and beyond your responsibilities. You can also talk about times where you volunteered or gave back to your community. These qualities will show the interviewer you’re a well-rounded and compassionate job candidate.The most important thing you can do during a job interview is to be yourself. By being kind and considerate, you’ll surely impress the interviewer and show them that you’ll be a very likable person to work with.What tips do you have for being a likable job candidate?
Following up in writing after a job interview may seem like an easy task. However, after the “Dear Mr./Ms. Nickels” salutation, uncertainty often prevails.What exactly should I say?While thanking the interviewer for his or her time obviously is important, being to the point with such courtesies is advisable. Maximize the limited follow-up letter real estate with a focus on value-add, extending the interview conversation.1. If the interviewer asked you a weakness-revealing question that left you speechless in the moment, use this opportunity reflect, regroup and formulate the right words that convince them your weakness is irrelevant. You may wish to follow-on with an example where the purported weakness was actually an advantage, or you could show (don’t tell) ways you have overcome this perceived Achilles’ heel with other tools, training and knowledge.2. If the interviewer mentioned a specific area of pain or concern that his department or region currently was facing, use the follow-up letter to sketch a possible solution that you could be a part of if hired. Perhaps even relate how you were integral in solving a similar problem in your current job or past roles. Connect the dots for the interviewer.3. If the job involves direct sales or other revenue-generating involvement, remind the reader (with a quick chart/graph) how you’ve helped drive climbing sales recently and/or boosted marketplace expansion through your direct efforts. Be visual, if you can to quickly solidify the impact.4. If the job involves cost containment, show an example where you took a leaky spending valve and tightened it, not only saving the company money but also alleviating funds for investments in future gains. Or, if you manage projects, show how you creatively cut time or process corners without cutting quality.5. Did your interviewer seem to be personally aching for help in an area that–while outside the scope of your ‘job description’–you could immediately support? If so, consider how you might weave in a way to promptly quell his or her responsibility ache upon coming on board in your new role. At this point, worry less about how exactly you want the role to be defined and more about resolving their needs.Mostly, think outside of the box in how you will add value beyond the next ‘similarly qualified’ candidate. Show this through sincerity, interest and a willingness to customize your solutions.
Median Total Compensation: $145,000Median Base Salary: $130,000Industry: Tech Boston Consulting Group Median Total Compensation: $182,000Median Base Salary: $170,000Industry: Law Altera VMware Synopsys Cadence Design Systems Median Total Compensation: $143,000Median Base Salary: $123,000Industry: Tech Median Total Compensation: $147,200Median Base Salary: $133,250Industry: Tech Median Total Compensation: $158,463Median Base Salary: $140,000Industry: Consulting Good Technology Sidley Austin Median Total Compensation: $143,500Median Base Salary: $116,000Industry: Tech Median Total Compensation: $180,000Median Base Salary: $180,000Industry: Tech Median Total Compensation: $160,000Median Base Salary: $160,000Industry: Law Median Total Compensation: $162,000Median Base Salary: $135,000Industry: Consulting Median Total Compensation: $160,000Median Base Salary: $135,000Industry: Consulting Median Total Compensation: $147,500Median Base Salary: $136,250Industry: Tech Do you dream of earning a six figure paycheck?If so, Glassdoor has compiled its newest report identifying America’s 15 Highest Paying Companies, in which the median annual total compensation starts at more than $140,000. This report evaluates salary and compensation information shared by employees over the past year on Glassdoor. The ranking of companies by median total compensation takes into account annual base salary, cash and stock bonuses, commissions and other forms of financial income.Check out the top 15 companies below, along with insights from Glassdoor Chief Economist Dr. Andrew Chamberlain explaining why these companies pay so well.America’s 15 Highest Paying Companies:Skadden Arps Booz & Company* (now known as Strategy&) Google Median Total Compensation: $160,000Median Base Salary: $135,000Industry: Consulting A.T. Kearney Mozilla Median Total Compensation: $147,556Median Base Salary: $112,737Industry: Tech Netflix Median Total Compensation: $145,000Median Base Salary: $121,500Industry: Tech Median Total Compensation: $141,500Median Base Salary: $100,000Industry: TechWhy Do These Companies Pay Big?Interestingly, all the companies on this report represent only three industries: tech (9 companies), consulting (4 companies) and legal (2 companies). So why do these companies pay employees so much?Glassdoor Chief Economist Dr. Andrew Chamberlain weighs in:Tech CompaniesSalaries are high largely because of shortages of the highest skilled employees needed to advance business into new realms. Booming demand for software engineers, database administrators and data scientists has far outpaced the supply of these skilled, hard-to-find employees. With tech companies scrambling to poach these valuable workers from competitors, a bidding war has pushed tech salaries to unprecedented heights in recent years.Legal & Consulting FirmsIn the legal and consulting industries, high salaries are largely the result of what economists call “barriers to entry.” Attorneys and top consultants have personal contacts, reputations, and specialized skills and knowledge. Many clients stay with the same attorney or consultant for decades at a time. As a result, these employees are even more valuable to their employers, pushing their salaries to sky-high levels, and making it tough for other people to compete for their jobs.Global ReachAnother key factor contributing to high salaries at all of these companies is something economists refer to as the “superstar effect.” A generation ago, most companies were limited in their reach to customers nearby, in the same city or state. Today, expanding broadband access and the spread of mobile devices has made it possible for skilled workers to reach millions rather than thousands of customers, making top employees far more valuable to companies. That expanded reach partly explains today’s very high salaries for “superstar” employees at tech, consulting and law firms.Methodology: Glassdoor’s America’s 15 Highest Paying Companies report identifies companies with the highest median total compensation package (including base salary and other forms of compensation, such as commissions, tips, bonuses, etc.), as reported by U.S.-based employees on Glassdoor over the past year (3/25/14-3/24/15). Companies considered for this report must have received at least 30 salary reports in U.S. dollars by U.S-based employees during this timeframe. In cases where companies have the same median total compensation, the company with more salary reports during this timeframe receives the higher rank.*For the purposes of this report, companies were considered if they were active at the start of the 12-month timeframe, being 3/25/14. Booz & Company was fully acquired by PwC on 4/3/14, and subsequently changed its name to Strategy&. McKinsey & Company TrueCar
Netflix recently announced a new policy offering employees unlimited maternity and paternity leave for the first year after a child’s birth or adoption.So does this mean tech employees will start migrating over to Netflix with its new baby benefit? Only time will tell, but here’s what Netflix employees are saying on Glassdoor about the company’s benefits:Right now, Netflix has an overall benefits reviews rating of 4.0, and an overall company rating of 3.6Here’s how a few other tech giants compare, known for leading the way when it comes to innovative benefits and perks:Google:Benefits rating: 4.6Company rating: 4.4 Facebook:Benefits rating: 4.7Company rating: 4.5 Apple:Benefits rating: 4.5Company rating: 4.0 **Data as of 8/5/15; Benefits ratings based on at least 20 reviews per company. Company ratings based on at least 450 reviews per company. Ratings based on a 5-point scale: 1.0=very dissatisfied; 5.0=very satisfied.Until now, here’s what some Netflix employees have had to say about their company’s paternity and maternity leave:“Standard Maternity/Paternity leave where you take off the time you feel appropriate.” – Netflix Senior Engineering Manager (Los Gatos, CA)“Standard leave, but the ’unlimited vocation’ policy works against you here. Can’t add accumulated PTO days to 12 weeks of maternity leave.” – Netflix Employee (location n/a)How Much Do Perks Matter to Job Seekers?Just because benefits and perks are added at any company, it doesn’t guarantee their HR/recruiting department will see a surge in resumes. While it surely doesn’t hurt and is often intended to make employees’ lives easier in and out of work, according to a Glassdoor survey*, benefits and perks are not a leading reason for someone to join a company. While they do matter to job seekers, there are other factors that job seekers report matter even more. In fact, benefits & perks are not even among the top five factors job seekers say matter most when deciding where to work:Top Factors Job Seekers Consider When Determining Where to Work:84% salary and compensation package60% career growth opportunities58% work-life balance56% location/commute50% company culture & values43% benefits & perks38% company reputation20% relationships with managers13% relationships with peers13% amount of work12% senior leadership11% frequency of travel required for the jobOther Perks Employees Are EnjoyingNonetheless, tech employers are still infamous for offering unique benefits and perks to employees. Here are just some of the latest perks offered at tech companies, according to employee feedback we see in Glassdoor Benefits Reviews:Airbnb gives employees an annual stipend of $2,000 a year to travel anywhere in the worldSquare offers employees access to onsite massage, acupuncture, chiropractic, and personal trainingAsana employees have access to executive and life coaching services outside of the companyFacebook provides employees with Facebook Ad Credits to support a cause or charity they care aboutAdobe shuts down the entire company for one week in December and one week over the summerOpenDNS holds an annual company offsite every year, which has previously been held at the Ritz Carlton in Tahoe.Salesforce provides its employees with one week of PTO dedicated to volunteer projectsEvernote hosts classes through “Evernote Academy”, which offers team-building courses like macaroon bakingZillow allows employees who are traveling to ship their breast milkWhich perks does your company offer? Share a benefits review and let others know what’s working well and what needs improvement.*Based on a Glassdoor site survey of at least 1,000 members in September, 2014.
Your boss told you her hands are tied this year; salary increases are out of the question. When you meet for your annual performance evaluation she informs you that you are doing outstanding work! She truly wishes she could give you a raise, but the company is trying to stay afloat in a tight economy. You like your job and are ever so slightly sympathetic, but what can you do to get what you deserve?While not getting an annual raise can be a big disappointment, it can also be an opportunity to ask for other benefits that may improve your quality of life. Typically health benefits and 401K programs are not negotiable, but the following list may give you some ideas of perks the company should be able to provide at no additional out of pocket expense.Additional Vacation Time – Consider asking for an extra week or two of vacation time. This is worth its weight in gold! Think summer; think waterpark; think beach – or whatever! A week’s vacation is a week of pay for you to relax and have some fun.Title Change – Another area that you can negotiate is your job title. While a change in title will not yield immediate financial results, it can position you for future career advancement and result in long-term positive economic gain.Half Day Fridays – If taking a half day off on Friday does not interfere with your productivity, why not? Who doesn’t like to start the weekend a bit early?Telecommuting – How about asking if you can stay home a day or two during the week and work remotely? Just think about it – you can get up at a more reasonable hour and have your coffee in your jammies and bunny slippers before embarking on your day. Or, if you are like me, you can hit the gym early! By telecommuting, you will save on gasoline or travel expenses too.Flextime – Would changing your hours make your commute more pleasant and provide you with more family time? You could come in at 7 and leave at 3 rather than working 9-5. Maybe you aren’t an early bird and you would rather start at 11 and leave at 7. Either way, discussing a more flexible schedule may be in order.If you are a senior executive, you may also wish to discuss a larger office, a better parking spot, or a membership to a gym or coveted club. Some companies offer clothing allowances and other things that might be desirable! Depending upon your personal situation and the company you work for, there are other perks you can request as an alternative to a raise. Training and education benefits, dress code, and quarterly/year-end bonuses may be items worth discussing.No ask – no get! Be assertive and go to the bargaining table with a variety of perks that you would like to negotiate. You will not get everything, but you might be surprised by what you do get. If you are valued and have been told as much, it is likely that your boss will go to bat for you to accommodate at least a few of your requests. Decide what your priorities are and ask for the perks you think you are most likely to get and the ones that will make you happiest!
Earlier this year, Glassdoor highlighted the 25 Highest Paying Jobs in America, but now, which companies pay their employees the most?According to Glassdoor’s latest report revealing the 25 Highest Paying Companies in America for 2016, several companies are offering employees six figure paychecks. This report is based on each company’s median total compensation, compiled by looking at salary reports at companies in which employees have anonymously and voluntarily shared both their base pay and other forms of compensation (i.e. commissions, tips, bonuses, etc.) over the past year*.Which companies offer the biggest paychecks? Check out the complete results:1. A.T. KearneyMedian Total Compensation: $167,534Median Base Salary: $143,620Industry: Consulting2. Strategy&Median Total Compensation: $160,000Median Base Salary: $147,000Industry: Consulting3. Juniper NetworksMedian Total Compensation: $157,000Median Base Salary: $135,000Industry: Technology4. McKinsey & CompanyMedian Total Compensation: $155,000Median Base Salary: $135,000Industry: Consulting5. GoogleMedian Total Compensation: $153,750Median Base Salary: $123,331Industry: Technology6. VMwareMedian Total Compensation: $152,133Median Base Salary: $130,000Industry: Technology7. Amazon Lab126Median Total Compensation: $150,100Median Base Salary: $138,700Industry: Technology 8. Boston Consulting GroupMedian Total Compensation: $150,020Median Base Salary: $147,000Industry: Consulting9. GuidewireMedian Total Compensation: $150,020Median Base Salary: $135,000Industry: Technology10. Cadence Design SystemsMedian Total Compensation: $150,010Median Base Salary: $140,000Industry: Technology11. VisaMedian Total Compensation: $150,000Median Base Salary: $130,000Industry: Finance12. FacebookMedian Total Compensation: $150,000Median Base Salary: $127,406Industry: Technology13. TwitterMedian Total Compensation: $150,000Median Base Salary: $133,000Industry: Technology14. BoxMedian Total Compensation: $150,000Median Base Salary: $130,000Industry: Technology15. Walmart eCommerceMedian Total Compensation: $149,000Median Base Salary: $126,000Industry: Technology16. SAPMedian Total Compensation: $148,431Median Base Salary: $120,000Industry: Technology17. SynopsysMedian Total Compensation: $148,000Median Base Salary: $130,000Industry: Technology18. AlteraMedian Total Compensation: $147,000Median Base Salary: $134,000Industry: Technology19. LinkedInMedian Total Compensation: $145,000Median Base Salary: $120,000Industry: Technology20. ClouderaMedian Total Compensation: $145,000Median Base Salary: $129,500Industry: Technology21. SalesforceMedian Total Compensation: $143,750Median Base Salary: $120,000Industry: Technology22. MicrosoftMedian Total Compensation: $141,000Median Base Salary: $125,000Industry: Technology23. F5 NetworksMedian Total Compensation: $140,200Median Base Salary: $120,500Industry: Technology24. AdobeMedian Total Compensation: $140,000Median Base Salary: $125,000Industry: Technology25. BroadcomMedian Total Compensation: $140,000Median Base Salary: $130,000Industry: Technology[Related: Employers, learn the art of crafting job posts to attract candidates well-suited for your company.]Why so many consulting and tech companies on this list?“This report reinforces that high pay continues to be tied to in-demand skills and higher education, which in part, is why we see several companies on this list among the consulting and technology industries,” said Dr. Andrew Chamberlain, Glassdoor Chief Economist. “Salaries are sky-high at consulting companies due to ‘barriers of entry’ in this field, which refers to employers wanting top consultants to have personal contacts, reputations and specialized skills and knowledge. In technology, we continue to see unprecedented salaries as the war for talent is still very active, largely due to the ongoing shortage of highly skilled workers needed.”While the companies on this list pay handsomely and a Glassdoor survey shows salary and compensation are among peoples’ top considerations before accepting a job, Glassdoor research also shows that salary is not among the leading factors tied to long-term employee satisfaction. In contrast, culture and values, career opportunities, and trust in senior leadership are the biggest drivers of long-term employee satisfaction.This pay report comes on the heels of Glassdoor’s Pay Equality Roundtable Discussion, which featured Hillary Clinton and other leaders, last week in New York City. Want to check out the highlights? Watch our 3 minute video replay.How much do you earn at your company? Help others by anonymously sharing a salary report. #ShareYourPay*Methodology: Glassdoor’s 25 Highest Paying Companies in America report identifies companies with the highest median total compensation package (including base salary and other forms of compensation, such as commissions, tips, bonuses, etc.), as reported by U.S.-based employees on Glassdoor over the past year (3/30/15-3/29/16). Companies considered for this report must have received at least 50 salary reports in U.S. dollars by U.S-based employees during the timeframe. While ‘other forms of compensation’ is an optional field on Glassdoor, salary reports considered for this report must have been from employees who shared both their base pay and other forms of compensation. In cases where companies have the same median total compensation, the company with the higher number of salary reports receives the higher rank. Subsidiaries of companies were considered for this report if they met the methodology, have their own distinct job listings and profile on Glassdoor.
As America prepares to vote for a new president this year, how do employees really feel about the job market? And, how has employee sentiment changed over the past seven years since the last presidential inauguration during the Great Recession? Glassdoor’s Q1 2016 Employment Confidence Survey1 reveals answers and insights, as it tracks four key indicators of employee confidence: job market optimism/re-hire probability, pay raise expectations, job security and business outlook.Job Market Confidence Near Peak LevelMore than half (53%) of American employees (including those self-employed) believe if they lost their job they would be able to find a new job matched to their experience and current compensation levels in the next six months. This reveals the second-highest confidence in the U.S. job market since Glassdoor began its survey in 2009, up 14 percentage points from 39 percent in the first quarter 2009. Job market confidence is down one percentage point from the third-quarter 2015 (54 percent).Americans Remain Confident in Pay RaisesNearly half (46%) of U.S. employees expect a pay raise or cost-of-living increase in the next 12 months, which is up 10 percentage points from 36% in the first quarter 2009. Pay raise confidence is also down four percentage points from the third-quarter 2015 (50 percent).Interestingly, more millennial employees (aged 18-34) expect a pay raise or cost-of-living increase (50%) in the next 12 months when compared to all other age groups. When comparing men and women, pay raise confidence among women (40%) falls well below men (52%).Interested in how men and women compare in terms of pay? Check out Glassdoor’s recent report identifying 10 Jobs Where Women Earn Less, More and The Same.Job Security Confidence SoarsToday, 14% of employees report they are concerned they could be laid off in the next six months compared to its peak, 26% in the first quarter 2009. Job security confidence is down one percentage point from the third quarter 2015 (15%).When comparing men and women, employed men are significantly more concerned about being laid off in the next six months (17%) than employed women (10%). In addition, younger employees (aged 18-44) are more concerned about being laid off in the next six months (17%), compared to older employees: 55-64 (8%).This chart gives you a better sense of how employee confidence has changed when comparing Q1 2009 to Q1 2016:KEY EMPLOYMENT ISSUES FOR ELECTION 2016: How do different political parties view key employment-related issues with the presidential election coming later this year? Check out Glassdoor’s recent survey and blog post titled Top Employment Issues in 2016: Republicans vs. Democrats.Read more from our Q1 2016 Glassdoor Employment Confidence Survey, including our survey supplement, which provides a detailed breakdown of results over the past 7 years.1 Survey Methodology: This survey was conducted online within the United States by Harris Poll on behalf of Glassdoor from March 8-10, 2016 among 2,015 adults ages 18 and older, among which 1,050 are employed FT/PT or self-employed, 950 are employed FT/PT, 1,157 are employed or unemployed and looking for a job, 353 are self-identified Republicans (employed/unemployed but looking), 381 are self-identified Democrats (employed/unemployed but looking), and 323 are self-identified Independents (employed/unemployed but looking). This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. This survey is conducted semi-annually as of Q1 2016. Data is available quarterly prior to Q3 2015. For complete survey methodology, including weighting variables, please contact firstname.lastname@example.org
Today, the White House Council on Women and Girls is convening the first United State of Women Summit in Washington D.C., a large-scale effort to rally together advocates of gender equality to highlight what has been achieved so far, identify the challenges that remain, and chart the course for addressing them. Glassdoor is proud to take part in the event, commit to the White House’s pay equality pledge, exercise pay equality at our company and serve as a catalyst for other employers across the United States and around the world. Read the full White House pay equality pledge and Glassdoor’s statement below; Also note Glassdoor reference in the White House Fact Sheet.)Experts, advocates, grassroots and business leaders who work in both domestic and international arenas will gather to highlight key issues affecting women and girls. Several of the high profile individuals will also be speaking at the event include: Valerie Jarrett, Senior Advisor to the President and Chair, White House Council on Women and GirlsMariska Hargitay, Founder & President, Joyful Heart FoundationLilly Ledbetter, Equal Pay ChampionWarren Buffett, Chairman & CEO, Berkshire HathawayJennifer Welter, First Female NFL CoachShonda Rhimes, Content Creator, ShondaLandWhite House Pay Equality PledgeWe applaud the growing number of countries that have already made significant progress in closing their gender wage gaps. Despite passage of the Equal Pay Act of 1963, which requires equal pay for equal work, the gender pay gap in the United States persists. Women working full-time earn only 79 percent of men’s wages, and we are committed to taking action individually and collectively to reduce that national pay gap.We believe that businesses must play a critical role in reducing the national pay gap. Towards that end, we commit to conducting an annual company-wide gender pay analysis across occupations; reviewing hiring and promotion processes and procedures to reduce unconscious bias and structural barriers; and embedding equal pay efforts into broader enterprise-wide equity initiatives. We pledge to take these steps as well as identify and promote other best practices that will close the national wage gap to ensure fundamental fairness for all workers.Glassdoor’s Statement on Pay Equality PledgeAs an employer and platform dedicated to workplace and salary transparency, Glassdoor is proud to join with the White House to commit to advancing pay equality at our company and serving as a catalyst for other companies across the United States and around the world.Glassdoor Commitment to Pay Equality as an Employer: Glassdoor has already conducted a thorough gender pay analysis of the compensation of approximately 600 employees and is publicly releasing not only the findings but also the method by which it was conducted to help other employers in their own efforts. While Glassdoor analysis reveals a 20 percent pay gap in the average base pay between men and women, when we control for age, job title, job level, department, and employee performance scores, the pay gap disappears. We commit to conduct this analysis for base pay and variable pay at least annually to ensure we prevent unintended bias in our compensation programs. Further, we are committed to continue to focus on efforts to attract, retain and advance women into higher paying leadership roles. See more in our blog “Glassdoor Reveals Employee Pay Data by Gender.”Glassdoor Pay Transparency Helps American Workers Pay It Forward: Glassdoor believes greater transparency around compensation can illuminate pay inequities at companies and empower workers and employers to take positive steps to close pay gaps. We encourage workers everywhere to anonymously share their pay on Glassdoor to help others better understand what is fair and equitable compensation for specific jobs at specific companies. To help close the gender pay gap, share your pay on Glassdoor.Glassdoor Supports Other Employers’ Pay Equality Efforts: Glassdoor is committing to help other employers in their own pay equality efforts and is launching a pilot program to conduct gender pay analysis through independent confidential economic research. We will continue to help employers highlight their pay equality commitments to their employees and candidates via a Pay Equality Pledge badge that may be added to their company’s Glassdoor profile page. More than 2,000 employers have already promoted pay equality commitments on Glassdoor. See more in our blog, “Glassdoor Launches Gender Pay Data Analysis Pilot Program for Employers.”We believe that through greater workplace transparency, the power and voice of people and the positive actions by employers, we can collectively make meaningful strides toward closing the very real gender pay gap and ensure all people everywhere are paid fairly for equal work and experience.